Discriminant validity and interaction between perceived organizational support and perceptions of organizational politics: A temporal analysis

We used two‐wave panel data based on a sample of 137 employees from a small Korean manufacturing company to examine first the discriminant validity of, and then the interaction between perceived organizational support (POS) and perceptions of organizational politics (POP). We focused on the relationships between POS, POP, and three employee work‐related outcomes, affective organizational commitment, intention to stay, and individually oriented organizational citizenship behaviour (OCBI). Confirmatory factor analysis revealed that POS and POP were distinct constructs. Moreover, time‐lagged LISREL estimates showed that POS and POP were differentially related to the three outcomes in a theoretically predictable way. POP did not moderate the relationship between POS and either affective commitment or intention to stay. POS, however, significantly moderated the POP–OCBI relationship. The implications of the results for POS and POP theory and research are discussed.     

Measurement and interpretation of situational and dispositional attributions

Four problems with the measurement of situational and dispositional causality are reviewed. These are: the assumption that dispositional and situational causality are inversely linked; the diversity of the causes considered within the situational and dispositional categories; the difficulties of differentiating between causes internal and external to the actor; and the low convergent validity of various closed-ended attribution measures. A study reaffirms the lack of convergence among closed-ended measures and between closed and open-ended measures as well. In a second study, subjects' ratings of closed-ended attributions are taken as indicators that a freely chosen to not freely chosen dimension may better represent subjects' attributional thought than the internal/external dimension does. Open-ended data from the convergence study are recoded using this scheme and achieve significantly better convergence with closed-ended data. The implications of this redefinition for solving the various measurement problems are discussed.     

Examining dispositional and situational effects on outgroup attitudes

Two research lines have dominated the quest for the antecedents of outgroup attitudes. Whereas the first has viewed outgroup attitudes as a result of individual differences, the second stressed the importance of the intergroup situation. In order to investigate the interplay of individual differences and situational characteristics, key predictors of the individual differences perspective (i.e. right‐wing authoritarianism or RWA, and social dominance orientation or SDO) and the intergroup relations perspective (i.e. ingroup identification and ingroup threat) were simultaneously tested. Two studies revealed additive but no interaction effects of RWA and SDO, ingroup identification and threat. Additionally, Study 1 showed that threat effects remain limited to the outgroup that is portrayed as threatening and do not generalize to other outgroups. Copyright © 2009 John Wiley & Sons, Ltd.     

The dispositional inference strikes back: situational focus and dispositional suppression in causal attribution

The authors propose that correction of dispositional inferences involves the examination of situational constraints and the suppression of dispositional inferences. They hypothesized that suppression would result in dispositional rebound. In Study 1, participants saw a video of either a free or a forced speaker. Participants shown a forced speaker later made stronger dispositional inferences about a 2nd, free speaker than control participants did. Study 2 provided evidence for higher rebound among participants who reported trying harder to suppress dispositional inferences during the 1st video. In Study 3, participants were asked to focus on situational constraints or to avoid thinking about the speaker's characteristics. Only the latter instructions led to a dispositional rebound. These data support the view that the correction of dispositional inferences involves 2 processes that lead to distinct consequences in subsequent attribution work.     

A test of competing models of the relationships among perceptions of organizational politics, perceived organizational support, and individual outcomes

The authors aimed to distinguish between perceptions of organizational politics (POPs) and perceived organizational support (POS). Previous research has shown that these two constructs are related, and whereas some researchers have suggested that POS mediates the relationships between POPs and outcomes (e.g., M. C. Andrews & K. M. Kacmar, 2001; R. Cropanzano, J. C. Howes, A. A. Grandey, & P. Toth, 1997), others have claimed that POPs mediate the relationships between POS and outcomes (e.g., G. R. Ferris, G. S. Russ, & P. M. Fandt, 1989). The authors investigated these competing models in an organizational sample of 418 employees from a water-management-district office. Results showed that POPs and POS were related to each other and to 5 outcomes: (a) job satisfaction, (b) pay satisfaction, (c) job strains, (d) role conflicts, and (e) turnover intentions. Results also indicated that POS fully mediated 3 of the 5 relationships between POPs and outcomes and partially mediated the other 2.     

Human-resource professionals' perceptions of organizational politics as a function of experience, organizational size, and perceived independence

The author examined human-resource professionals' occupation-related and general work experience, socialization from participation in professional activities, organizational size, and perceived independence as predictors of perceptions of organizational politics (POPS). Results varied with the author's use of the overall POPS scale (K. M. Kacmar & G. R. Ferris, 1991) vs. a more specific subscale that measured perceptions related to such issues as pay- and promotion-related politics. It was most notable that work experience appeared to have an inverse relationship with POPS among human-resource professionals in the area of pay and promotions. The author discussed results in relation to the implications and directions for future research.     

The disappointing gift: dispositional and situational moderators of emotional expressions

Inferences about emotions in children are limited by studies that rely on only one research method. Convergence across methods provides a stronger basis for inference by identifying method variance. This multimethod study of 116 children (mean age = 8.21 years) examined emotional displays during social exchange. Each child received a desirable gift and later an undesirable gift after performing tasks, with or without mother present. Children’s reactions were observed and coded. Children displayed more positive affect with mother present than with mother absent. Independent ratings of children by adults revealed that children lower in the personality dimension of Agreeableness displayed more negative emotion than their peers following the receipt of an undesirable gift. A curvilinear interaction between Agreeableness and mother condition predicted negative affect displays. Emotional assessment is discussed in terms of links to social exchange and the development of expressive behavior.     

Outcomes of inpatient group psychotherapy associated with dispositional and situational affiliativeness

Before and after participating in an intensive three-week program of group psychotherapy, 33 recently rehospitalized male veterans (mean age=42) completed the Symptom Check List-90R and the Profile of Mood States. Prior to this program they also completed a trait affiliativeness measure and later rated their subsequent group therapy sessions for situational affiliativeness. The outcome measures indicated medium to large effect size benefits, which consistently associated positively with both separate and joint measures of trait and situational affiliativeness. The results encourage greater clinical attention to affiliativeness, a construct central to interpersonal theories of personality.This article is based upon a dissertation submitted to the Department of Psychology, Michigan State University, in partial fulfillment of the requirements for the Ph.D. by the senior author.The authors express appreciation for the interest and cooperation of Drs. Bruce Vreeland, Larry Schwartz, Robert Munley, and Hope Conte and the patients of the Veterans Administration Medical Center, Battle Creek, Michigan.     

A comparison of attitude, personality, and knowledge predictors of service-oriented organizational citizenship behaviors

Attitude, personality, and customer knowledge antecedents were compared in their predictive ability of 3 service-oriented forms of employee organizational citizenship behaviors (OCBs): loyalty, service delivery, and participation. For the 1st study, 236 customer-contact employees provided data concerning their OCBs and the attitude, personality, and knowledge antecedents. The 2nd investigation relied on data provided by 144 contact employees from a network of university libraries. Using hierarchical regression in both studies, the authors found that each of the 3 types of service-oriented OCBs was best predicted by different subsets of the antecedents. Job attitudes accounted for the most unique variance in loyalty OCBs, personality accounted for the most unique variance in service delivery OCBs, and customer knowledge and personality jointly were the best predictors of participation OCBs.     

Perceived organizational support as a mediator of the relationship between politics perceptions and work outcomes

The present study investigates the mediating potential of perceived organizational support (POS) on politics perceptions-work outcomes relationships. Consistent with previous research, individuals were able to discriminate political activity at more than one level (i.e., at the highest level in the organization, one level up from one’s current level, and at one’s current level). Further, politics perceived at one level up from one’s current level and politics at the highest levels in the organization were negatively related to perceived organizational support. In addition, POS was related to job satisfaction, performance, affective commitment and job-induced tension providing support for mediation. Implications of these findings, strengths and limitations, and potential avenues for future research are provided.     

Mindfulness as a means of reducing aggressive behavior: dispositional and situational evidence

Recent research and theory suggest that mindfulness, or enhanced attention and awareness in the present moment [Brown and Ryan, 2003], may be linked to lower levels of ego-involvement and, as a result, may have implications for lowering hostility and aggressive behavior. Accordingly, we conducted two studies to examine the potential aggression-mitigating role of mindfulness. In Study 1, we found that dispositional mindfulness correlated negatively with self-reported aggressiveness and hostile attribution bias. In Study 2, participants made mindful before receiving social rejection feedback displayed less-aggressive behavior than did rejected participants not made mindful. Discussion centers on potential mechanisms by which mindfulness operates to reduce aggressive behavior.     

Self-critical perfectionism and daily affect: dispositional and situational influences on stress and coping

This study of university students (64 men and 99 women) examined both dispositional and situational influences of self-critical (SC) perfectionism on stress and coping, which explain its association with high negative affect and low positive affect. Participants completed questionnaires at the end of the day for 7 consecutive days. Structural equation modeling indicated that the relation between SC perfectionism and daily affect could be explained by several maladaptive tendencies associated with SC perfectionism (e.g., hassles, avoidant coping, low perceived social support). Multilevel modeling indicated that SC perfectionists were emotionally reactive to stressors that imply possible failure, loss of control, and criticism from others. As well, certain coping strategies (e.g., problem-focused coping) were ineffective for high-SC perfectionists relative to low-SC perfectionists.     

Better understanding the perceptions of organizational politics: its impact under different types of work unit structure

Research has uncovered inconsistent results regarding the influence of the perceptions of organizational politics (POP) on employee job performance, suggesting the existence of boundary conditions for such an influence. Drawing from uncertainty management theory, we investigated the interaction effect of POP and work unit structure on job performance, and examined the mediating role of taking charge. We tested the theoretical model with data gathered across three phases over 6 months from 577 individuals and their supervisors in 133 work units. Results showed that when the unit operated an organic structure, POP was significantly negatively related to job performance. In contrast, results demonstrated that when the unit operated a mechanistic structure, POP was significantly positively related to job performance. Furthermore, the results of the mediated moderation analysis revealed that POP was negatively associated with job performance through taking charge in an organic structure, and the indirect effect disappeared in a mechanistic structure.     

Relationships between perceptions of organizational size and the organizational choice process

Expectancy theory concepts were used to predict (a) the attractiveness of, (b) the amount of effort directed toward entering, and (c) the eventual choice of a job in relatively big and small work organizations. It was found, among a group of graduating seniors from a technical college, that antecedent perceptions regarding organizational size (expectancy, valence, instrumentality) were significantly related to the relative attractiveness of different-sized organizations and the number of job interviews taken with relatively big and small companies. In addition, economically tied extrinsic outcomes were seen as more readily attainable in big organizations, whereas certain intrinsic outcomes were perceived to be more easily obtained in small organizations.     

Situational and dispositional factors as antecedents of ingratiatory behaviors in organizational settings

This study examined both situational and dispositional antecedents of four ingratiatory behaviors: other-enhancing, opinion conformity, favor rendering, and self-promotion. The two situational variables (i.e., role ambiguity and leader-member exchange) and the four dispositional variables (i.e., self-esteem, need for power, job involvement, and shyness) were considered as antecedents to each of the ingratiatory behaviors. Results from a sample of 136 full-time employees suggested that each of the ingratiatory behaviors had a unique set of antecedents and that the dispositional variables explained significant additional variance beyond the variance explained by the situational variables.     

Integrating situational and dispositional determinants of job satisfaction: findings from three samples of professionals

Job satisfaction can be conceptualized as a function of situational conditions, personal characteristics, and interactions between both groups of variables. The authors compared the relative predictive power of these determinants in 3 samples of professionals (total N = 1,065). Perceived job characteristics (qualification possibilities, social support, stress, autonomy, participatory leadership) uniquely explained 7-22% of the variance in job satisfaction, and dispositional factors (Big Five, occupational self-efficacy, work centrality, mastery goals) uniquely explained 8-12% of the variance. Dispositional influences were partially mediated by perceived job characteristics. Interactions between situational and dispositional factors were of little significance. The authors concluded that perceived job characteristics (especially autonomy and participatory leadership) are important determinants of job satisfaction, and neuroticism is an important determinant as well. Highly educated professionals' job satisfaction also seems to be driven by qualification possibilities.     

Effects of outcome feedback on perception of dispositional and situational control in motor skill performance

This experiment investigated the effects of outcome feedback and the type of situation on perception of dispositional and situational control over motor skill performance. The experimental design was a 2 × 2 × 2 (type of situation × past outcome × present outcome) factorial. The subject competed with an opponent (a confederate) on ten pretest and ten test trials of a motor maze task. The results showed that both past and present success enhanced perception of dispositional control in terms of personal ability whereas failure (past and present) facilitated perception of situational control in terms of the opponent's ability. The type of situation had negligible influence on the subject's control perception of their motor performance. The results were viewed as having important implications for studying the effects of social reinforcement and outcome feedback on motor performance and thus for understanding why outcome feedback sometimes increases and sometimes decreases motor performance.     

Assessing the impact of dispositional resistance to change on organizational attraction

In recent years there has been an increasing interest among researchers and practitioners to analyze what makes a firm attractive in the eyes of university students, and if individual differences such as personality traits have an impact on this general affect towards a particular organization. The main goal of the present research is to demonstrate that a recently conceptualized narrow trait of personality named dispositional resistance to change (RTC), that is, the inherent tendency of individuals to avoid and oppose changes (Oreg, 2003), can predict organizational attraction of university students to firms that are perceived as innovative or conservative. Three complementary studies were carried out using a total sample of 443 college students from Mexico. In addition to validating the hypotheses, our findings suggest that as the formation of the images of organizations in students' minds is done through social cognitions, simple stimuli such as physical artifacts, when used in an isolated manner, do not have a significant impact on organizational attraction.     

The politics of consulting for organizational change

This paper analyzes forms of political involvement among consultants engaged in planned organizational change. This analysis is intended to contribute to research and theorizing on organizational change and to help consultants and managers cope with the challenges posed by organizational politics. Four consulting styles are distinguished, those that vary in the sources of consultant power, the consultants’ degree of involvement in organizational politics, the processes on which consultants and their clients rely to implement organizational change, and the consultants’ definition of the main client. Factors accounting for variations in the use of the four consulting styles are noted, along with conditions that may influence the effectiveness of these styles. Implications for consulting practice also are discussed. He is also head of the department’s Graduate Program in the Sociology of Organizations. This article is a revised version of part of a paper presented at the World Congress of Sociology, International Sociological Association, Madrid, July, 1990. Thanks to Jean Bartunek, Jo Ann Harrison, Dafna Izraeli, Bruce Phillips, and Aryeh Shirom for their very helpful comments on earlier versions of this paper.